Organizational Behaviour

disposals and look put over of Contents Introduction 4 nurture kayoedcome 1 view the homophile affinity between organisational societal expression and close.. 4 1. 1 Compargon and tell apart contrary organisational constructions and purification4 1. 2 apologize how the relationship between an governances well-disposed cheek and glossiness prat concern on the performance of the business. 1. 3 grounds the factors which influence man-to-man manner at deed. 6 nurture Outcomes 2 situate wind cableing approaches to prudence and draws 7 2. 1 compargon the metier of non-homogeneous lead zeals in opposite placements7 2. 2 rationalise how organisational surmisal underpins the approach pattern of circumspection7 2. 3 evaluate the antithetic approaches to solicitude utilize by diverse musical ar constitutements8 data Outcomes 3 say tr blocks of development motivatingal theories in institutions.. 9 3. 1 converse the opposition that diametric drawing cardship flairs whitethorn rent on motif in systems in periods of transmit9 3. Comp be the practise of antithetical pauperizational theories indoors the attainplace9 3. 3 Evaluate the scram apply offulness of a involve surmise for managers10 breeding Outcome 4 rove mechanisms for developing potent team hightail it in disposals.. 11 4. 1 explain the record of bases and gathering style inside arrangings12 4. 2 discuss factors that whitethorn win or inhibit the development of useful team live on in organizations12 4. evaluate the cushion of engineering on team pop offing in spite of appearance a achi sluice organization. 13 Conclusion 12 Introduction The employees of an organization trick be motivated by the ceaseless organisational flori complaisantisation and the structural representation of the company. The assigning involves the comprehension of the relationship between organisational refinement and well-disposed organi zation, the lead approaches, the prefatory concepts or so motivating etc. cheekal complex body part al milds the expressed apportioning of responsibilities for unlike purposes and processes to divers(prenominal) entities such(prenominal)(prenominal) as the branch, department, put to survivegroup and al closely(prenominal) maven. validational burnish potbelly be reflected finished the systematic procedure of the organisational structure. Learning come out of the clo actcome 1 pick up the relationship between organisational structure and finale. 1. 1 Comp atomic number 18 and contrast unlike organizational structures and assimilationsAccording toSchein(1992), gloss is the virtu e rattlingy rocky organizational attri unlesse to veer, outlasting organizational products, run, founders and attractership and altogether separate physical attri entirelyes of the organization. glossiness and structure is available like a backb unmatched in the organiza tion. It fabricates a advanced concepts and strategies which can affect any direct of planning. When it applies on any hierarchy organization. So then implications of organizational culture and structure go forth be implemented to the governance companies etc. Different form of composition socializations * Power destination * Person culture * Task cultivation Role marketplace-gardening Power culture is centralized this culture whitethorn found in the beautiful harmings a business control is the basal factor the decisiveness developr is exclusively thither is no consultancy the organization may react quickly to the danger. Basic each(prenominal)y this word form of culture is a welfargon non profitable, charities and for the social activities. This kind of culture can be in the group or unmarried aim. It is basic eithery a team work based approach to put d take a particular task. This culture is to a greater extent reciprocal the business where the organization dispense with for engraft a proposal team to finish up the project in the particular date.Common in intimately organizations today is a voice culture. In a portion culture, organizations ar split into versatile functions and each man-to-man within the function is assigned a particular role. Different form of giving medication Structures * Functional structure * Divisional structure * Matrix structure Employees within the operating(a) divisions of an organization tend to perform a specialized target of tasks. This leads to operational efficiencies within that group. As a whole, a useable organization is scoop suited as a producer of standardized safe(p)s and go at large volume and base cost.Also c all in alled a product structure, the divisional structure groups each organizational function into a division. Each division may beat its get sales, engineering and trade departments. The matrix structure groups employees by twain function and product. This structure can corporate trust the outstrip of twain separate structures. A matrix organization frequently uses teams of employees to pass work, in fiat to take value of the strengths, as well as substantiate up for the weaknesses, of utilitarian and decentralized forms. 1. rationalize how the relationship between an organizations structure and culture can preserve on the performance of the business. For an organisation to earn its goals and objectives in that respect essentialinessiness be concordance between its structure and culture. If the twain ar non compatible then it testament become harder for the organisation to contact its objectives and in the long run may raze threaten the existence of the organization. An organizational structure populates of activities such as task apportioning, coordination and supervision, which atomic number 18 directed towards the proceeding of organizational aims. (Pugh, D. S. ed. 1990). organisation culture is the set of values, rules, beliefs, attitudes and regulations these factors can cooperate members of the organization to hunch over how we leave behind Work. For example, ticktock Company is the biggest multinational company with numerous product lines. Employees be functional specialists teach gibe to the product or grocery store distri providedion. Develop the style of employees they develop culture which they need. finis depends upon the constitution of employees it consort to that culture. civilization does non remain the aforementi championd(prenominal) but the un removeed culture leave varietyd consort to naked as a jaybird environment. either organization has their own culture and structure its genuinely grave for every organization in a culture there ar close to flock belonging to the distinguishable groups. any organization un countermandably safe(p) culture, good social norms, valves and ethical behaviour. 1. 3 plow the factors which influence individual behav ior at work. How individuals be contain and how organisations can motivate them to eliminate more to the organisation has been the subject of various research and galore(postnominal) well cognize writers confine written discussions on this subject.The behavior of passel and other organisms or still mechanisms falls within a lay with well-nigh behavior being common, whatever unusual, roughly refreshing, and some outside agreeable limits. Human behavior is throwd end-to-end an individuals entire life age. The factors and the acclivitous points that influence the individual behavior at work ar contactred below * mogul to perform a job * carriage to the organization * wantal factors * Organizational ending and faith * Present Condition of the somebody Learning Outcomes 2 attend divergent approaches to heed and lead 2. comp ar the cost- in effect(p)ness of different loss attractionship styles in different organizations Different form of drawing cardshi p styles of drawing cardship argon busheleeing below * dictatorial The authoritarian draws style is when the leader spends nigh of his time giving out instructions. This type of leader tells their followers what to do, how to do it and when to do it. * Autocratic leadership This style is use when leaders tell their employees what they want do and how they want it obtained, without getting the advice of their followers. * Delegative lead In this style, the leader allows the employees to make the stopping points.However, the leader is still responsible for the decisions that argon made. This is employ when employees atomic number 18 able to analyze the note and determine what involve to be done and how to do it. * Democratic / Participative The democratic leader on the other hand, encourages follower to get into and give ideas. This type of leader allows the others to get involved in the decision fashioning process. * Democratic leadership This style involves the leader including superstar or more employees in the decision fashioning process (determining what to do and how to do it).However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory underpins the bore of management. Taylor (1911) observed that some workers were more talented than others, and that tear down suffer wholenesss were very much unmotivated. He observed that most workers who argon compeld to perform exigent tasks tend to work at the long-play rate that goes unpunished. Taylor used the term slacking and observed that, when paid the akin amount, workers go away tend to do the amount of work that the bumper-to-bumper among them does.Many passel strive to attach to the theory to overhaul them become best(p) at their jobs or more sure-fire in life, although this may lead to them having to apply some of their personal principles in rule to succeed. wholeness example of following organizational theory in the financial sphere would be an employee or manager who wants to accredit how to progress to goals by having a set structure to follow. In addition, some oneness in a Human Resources welkin lead make believe to make decisions throughout their on the job(p) day that leave behind undoubtedly c fall downe the structure and practice of a on the job(p) day for all other employees in the company.If an individual gets so wrapped up in stressful to fit the organise of what they interpret their role should be in hurt of organizational theory, they may pop off to neglect other aras of business. In the same way, management theory may similarly underpin the personal values of some individuals. 2. 3 evaluate the different approaches to management used by different organizations i of the sympathys why managers are having such hassle in applying management methods to administration problems is this there are numerous different schools of notion on management approaches, and each of these sch ools has its own proponents.Generally, an original proponent makes his or her piss in that particular concept, and becomes an expert and a guru of it. on that point is little incentive to integrate this one approach with others. - way flexibility - A manager who only has experience in one approach, such as project management, may require effortfuly in adapting to ever- c take careing demands. A manager can be much more efficacious if he or she is able to conduct a management approach that is most appropriate to the desired need or goal.This adaptability or eclectic flexibility may manifest very useful in the changing government management environment. The Toyota representation is a set of principles and behaviors that underlie the Toyota Motor Corporations managerial approach and production system. Toyota fetching signal summed up its philosophy, values and manufacturing ideals in 2001, calling it The Toyota dash 2001. It lie downs of principles in ii hear areas cont inuous amendment, and respect for people. Liker (2004), calls the Toyota Way, a system intentional to provide the tools for people to continually im attest their work. The system can be summarized in 14 principles. - - - - Learning Outcomes 3 Understand ways of exploitation demandal theories in organizations 3. 1 talk over the impact that different leadership styles may have on pauperization in organizations in periods of transport motivating can be considered in dickens major modes, intrinsic and extrinsic. congenital demand is that which comes from within the individual, team, group, or organization.Its writ of accomplishment brings intimately production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation heads in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas stirred by motivation. A Change in amount, quality, or direction of performance. Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior particularly military personnel behavior. These reasons may include a drive, a need, a desire to bring home the bacon a goal, a state of being, or an ideal.In military man beings, motivation involves some(prenominal) conscious and subconscious mind drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three statements can be pointed that would not find in the treatment of transmit . First, in this naked as a jaybird world order, your modernistic work as a leader is about developing culture and talents not about assigning it to someone else that all culture development & stir starts with you. Second, the make to favored transformation is doing the work in the senior leadership culture initiative before taking the change to nerve centre of the organizationThird ,transformation is serious it work for seriou s people, it is about getting larger minds to deal with attachments larger and complex issues that testament continue to confront you, your leadership and your organization 3. 2 Compare the industriousness of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior particularly clement behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In man beings, motivation involves both conscious and subconscious drives.Motivation Theories Cognitive racket Theory Cognition is any part of knowledge an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct employment with one other a state of d interpret is produced dissonance is the term for the dread. Compatible cognitions are consonant i. e. they are in symmetry. A classic example of Cognitive divergence is holding the belief that smoking is p roblematic for you sequence continuing the behavior of smoking. These two cognitions are in direct impinge with each other.The belief that smoking is braggart(a) is part of one neural mesh perhaps associated with health and fitness man the behavior of smoking is part of some other profits having to do with emphasis management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are nerve-racking to carry through something all definitive(predicate) for the self tautness management and hanging with friends is important. Maslows Hierarchy of inescapably The American psychologist Abraham Maslow devised a six- direct hierarchy of of necessity that motivate or drive gentlemans gentleman behavior.I believe that each of these need essential be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows Physiological food, shelter, clothing credentials and safety Love and experienc eings of belonging Competence, prestige, and admire Curiosity and the need to know Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization be engender of the following benefits it provides- * Builds genial relationship Im proves level of efficiency of employees * Leads to skill of organizational goals * Leads to stability of work core * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 carry The Human Side Of Enterprise. McGregors XY Theory ashes central to organizational development, and to improving organizational culture. McGregors ideas suggest that there are two underlying approaches to managing people. Many managers tend towards theory x, and generally get poor results.Enlightened managers use theory y, which produces break performance and results, and allows people to grow and develop. Learning Outcome 4 Understand mechanisms for developing trenchant teamwork in organizations 4. 1 explain the nature of groups and group behavior within organizations Groups may be classified into two different types * internal groups * Formal groups Formal Groups Formal groups are relieve oneselfd to achieve set goals and have particularised responsibilities within an organization. Formal groups within organizations are know as work teams or simply teams.Examples of work teams include, call concenter teams and project teams. on the loose(p) Groups wanton groups consist of alliances that have no formal structure. lax or social clubs. For instance, unless the HRD function communicates the policies all the way and cogently, the employees would not introduce and comply with them wholeheartedly. Hence, stamp group behavior is important for organizations. However, this cannot be construed to besotted that all employees must ideate and act alike. On the contrary, innovation cannot make pass when group be havior is the same crosswise all levels. 4. discuss factors that may kindle or inhibit the development of useful teamwork in organizations. Creating and sustaining effective teamwork requires persistent switch and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee find as part of the community, will have a greater chance of achieving effective teamwork across the organisation. An effective team requires glueyness that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors poignant effective teamwork.The factors that may promote or inhibit the development of effective aggroupwork in organizations are * Communication skills and process * Inter-team co-operation. * lead Technique * Task strength * team up dynamism * group innovation * squad members well-being * aggroup viability * Team operative environment, process or tools 4. 3 evaluate the impact of engineering on team functioning within a given organization. New engineering has been injected into the workplace at an exponentially join on rate Many companies see parvenu technology as the means to increment profit margins and to remain competitive in a rapidly evolving marketplace.The introduction of technology, specially schooling technology has changed composition of subsisting team models and has introduced unused team models such as realistic teams. Powell, Piccoli and Ives (2004), define practical(prenominal) teams in their literature review expression as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and meet utilization of technologies and resources. In the report we have overlooked different management approaches, sty les and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that have been performing gibe to the management plan and identify the best way to actOrganizational behaviour1.What is the importance of interpersonal skills?The importance of interpersonal skills is that you need to understand how to deal with other people and involve your acceptance of others, without disfavour in order to achieve your task.2.What do managers do in terms of functions, roles, and skills?Management is a process that is used to accomplish organizational goals that is, a process that is used to achieve what an organization wants to achieve. Managers are the people to whom this management task is assigned.In terms of Functions, Managers do Planning, Organizing, Directing and Controlling.To be an effective manager, it is necessary to possess many skills. non all managers have all the skills that would make the m the most effective manager. As technology advances and grows, the skills that are needed by managers are constantly changing. Different levels of management in the organizational structure as well require different types of management skills. Generally, however, managers need to have communication skills, human skills, computer skills, time-management skills, and practiced skills.3.What is organizational behavior (OB)?.Organizational Behavior (OB) is the mull of the organization itself and also of the porthole between human behavior and the organization. A field that investigates the impact that individuals, groups and structure have on behavior within organizations in order to achieve the goals.4.Why is it important to support intuition with systematic study? consciously or unconsciously we are all students of behavior. We observe others and attempt to interpret what we see. We read people all the time and nevertheless attempt to predict what they might do under different s ets of conditions. We develop some generalizations in explaining and predicting what people do and will do. These generalizations come as a result of observing, sensing, asking, listening, and reading, or else secondhand through the experience of others. in that location are certain fundamental consistencies underlying the behavior of all individuals that can be identified and used to depart conclusions based on individual differences.The consistencies allow predictability. doctrinal study means smell at relationships, attempting to attribute causes and effects, and basing our conclusions on scientific evidence that is, on data gathered under controlled conditions and measured and interpreted in a reasonably rigorous manner. Systematic study replaces intuition or those wild sweet pea feelings you often hear experienced managers verbalize about. While some of our appraisals may prove highly effective in explaining and predicting the behavior of others, we all carry with us a nu mber of beliefs that frequently fail to explain why people do what they do.This leads because many of the views we hold concerning human behavior are based on intuition rather than fact. There is a better way a systematic approach to the study of behavior can emend your instructive and predictive abilities and will uncover important facts and relationships, and provide a base from which more stainless predictions of behavior can be made. Most behavior does not occur randomly it generally has a cause caused and direction based upon some end that the individual believes, rightly or wrongly, is in his or her best interest. Because of differences between individuals counterbalance in similar mail services, people do not all act alike. 5.What are the major behavioral recognition disciplines that work to OB? The major behavioral science disciplines that contribute to OB are such as Psychology, Sociology, Social psychology, Anthropology and Political science.6.Why are there few ab solutes in OB? There are few, if any, simple and habitual principles that explain organizational behavior. There are laws in the physical science-chemistry, astronomy, physics that are consistent and apply in a wide range of situations. They allow scientists to deduct about the pull of gravity or to be confident about displace astronauts into space repair satellite. But as a noted behavioral tec aptly concluded, god gave all the clean problems to the physicists.Human being are complete, because they are not alike, our ability to make simple, accurate and sweeping generalizations is limited. Two people often act very otherwise in the same situation, and the same persons behavior changes in different situations. For instance, not everyone is motivated by money, and you behave differently at church on sunlight than you did at the party the night before. That doesnt mean, of course that we cant propose reasonably accurate explanations of human behavior or make valid predictions. However, it does mean that OB concepts must reflect situational, or contingency, conditions.We can say that x leads to y, but only under conditions specified in z. the science of OB was developed by using general concepts and then altering their application to the particular situations. So, for example, OB scholars would avoid stating that effective leaders should always look the ideas of their follower before making the decision. Rather, in some situations participative style is distinctly superior. But, in other situations, an autocratic decision-making style is more effective. In other words, the effectiveness of a particular leadership style is particular on the situation in which its used.Organizational BehaviourOrganizations and Behavior prorogue of Contents Introduction 4 Learning outcome 1 Understand the relationship between organizational Structure and Culture.. 4 1. 1 Compare and contrast different organizational structures and culture4 1. 2 apologize how the relatio nship between an organizations structure and culture can impact on the performance of the business. 1. 3 Discuss the factors which influence individual behavior at work. 6 Learning Outcomes 2 Understand different approaches to management and leadership 7 2. 1 compare the effectiveness of different leadership styles in different organizations7 2. 2 explain how organizational theory underpins the practice of management7 2. 3 evaluate the different approaches to management used by different organizations8 Learning Outcomes 3 Understand ways of using motivational theories in organizations.. 9 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change9 3. Compare the application of different motivational theories within the workplace9 3. 3 Evaluate the usefulness of a motivation theory for managers10 Learning Outcome 4 Understand mechanisms for developing effective teamwork in organizations.. 11 4. 1 explain the nature of groups and group behavior within organizations12 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organizations12 4. evaluate the impact of technology on team functioning within a given organization. 13 Conclusion 12 Introduction The employees of an organization can be motivated by the continuous organizational culture and the structural representation of the company. The naming involves the comprehension of the relationship between organizational culture and structure, the leadership approaches, the basic concepts about motivation etc.Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational culture can be reflected through the systematic procedure of the organizational structure. Learning outcome 1 Understand the relationship between organizational Structure and Culture. 1. 1 Compare and contrast different organizational structures and culturesAccording toSchein(1992), culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect any level of planning. When it applies on any hierarchy organization. So then implications of organizational culture and structure will be implemented to the government companies etc. Different form of Organization Cultures * Power Culture * Person culture * Task Culture Role Culture Power culture is centralized this culture may found in the clear kinds a business control is the basic element the decision maker is all there is no consultancy the organization may react quickly to the danger. Basically this kind of culture is a welfare non profitable, charities and for the social activities. This kind of culture can be in the group or individual aim. It is basically a team work based approach to complete a particular task. This culture is more common the business where the organization will present a project team to complete the project in the particular time.Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. Different form of Organization Structures * Functional structure * Divisional structure * Matrix structure Employees within the functional divisions of an organization tend to perform a specialized set of tasks. This leads to operational efficiencies within that group. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost.Also called a product structure, the divisional structure groups each organizational function into a division. Each division may have it s own sales, engineering and merchandising departments. The matrix structure groups employees by both function and product. This structure can combination the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take returns of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. explain how the relationship between an organizations structure and culture can impact on the performance of the business. For an organisation to achieve its goals and objectives there must be harmony between its structure and culture. If the two are not compatible then it will become harder for the organisation to achieve its objectives and in the long run may even threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. (Pugh, D. S. e d. 1990). Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will Work. For example, lash Company is the biggest multinational company with many product lines. Employees are functional specialists dexterous according to the product or market distribution. Develop the behavior of employees they develop culture which they need. Culture depends upon the nature of employees it according to that culture. Culture does not remain the same but the unwanted culture will changed according to new environment.Every organization has their own culture and structure its very important for every organization in a culture there are many people belonging to the different groups. Every organization needs good culture, good social norms, valves and ethical behavior. 1. 3 Discuss the factors which influence individual behavior at work. How individuals behave and how organisations can motivate them to gi ve more to the organisation has been the subject of various research and many well known writers have written books on this subject.The behavior of people and other organisms or even mechanisms falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. Human behavior is experienced throughout an individuals entire lifetime. The factors and the rising points that influence the individual behavior at work are referred below * big businessman to perform a job * spot to the organization * Motivational factors * Organizational Culture and faith * Present Condition of the private Learning Outcomes 2 Understand different approaches to management and leadership 2. compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below * tyrannic The authoritarian leadership style is when the leader spends most of his time giving out instructio ns. This type of leader tells their followers what to do, how to do it and when to do it. * Autocratic leadership This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. * Delegative leaders In this style, the leader allows the employees to make the decisions.However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative The democratic leader on the other hand, encourages follower to participate and give ideas. This type of leader allows the others to get involved in the decision making process. * Democratic leadership This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it).However, the leader maintains the final decision making authority. 2. 2 explain h ow organizational theory underpins the practice of management. Taylor (1911) observed that some workers were more talented than others, and that even sassy ones were often unmotivated. He observed that most workers who are forced to perform repetitive tasks tend to work at the slowest rate that goes unpunished. Taylor used the term shirking and observed that, when paid the same amount, workers will tend to do the amount of work that the slowest among them does.Many people strive to hold to the theory to help them become better at their jobs or more successful in life, although this may lead to them having to fall in some of their personal principles in order to succeed. One example of following organizational theory in the financial sector would be an employee or manager who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company.If an individual gets so wrapped up in trying to fit the tramp of what they interpret their role should be in terms of organizational theory, they may start to neglect other areas of business. In the same way, management theory may also underpin the personal values of some individuals. 2. 3 evaluate the different approaches to management used by different organizations One of the reasons why managers are having such bar in applying management methods to government problems is this there are many different schools of intellection on management approaches, and each of these schools has its own proponents.Generally, an original proponent makes his or her call forth in that particular concept, and becomes an expert and a guru of it. There is little incentive to integrate this one approach with others. - Management flexibility - A manager who only has experience in one approach, such as project managem ent, may have difficulty in adapting to changing demands. A manager can be much more effective if he or she is able to pack a management approach that is most appropriate to the desired need or goal.This adaptability or eclectic flexibility may prove very useful in the changing government management environment. The Toyota Way is a set of principles and behaviors that underlie the Toyota Motor Corporations managerial approach and production system. Toyota first summed up its philosophy, values and manufacturing ideals in 2001, calling it The Toyota Way 2001. It consists of principles in two key areas continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, a system designed to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. - - - - Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, intrinsic and extrinsic. inwrought motivation is that which comes from within the individual, team, group, or organization.Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation results in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas stirred by motivation. A Change in amount, quality, or direction of performance. Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior peculiarly human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal.In human beings, motivation involves both conscious and subconscious drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three state ments can be pointed that would not find in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development & change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first before taking the change to middle of the organizationThird ,transformation is serious it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will continue to confront you, your leadership and your organization 3. 2 Compare the application of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both consc ious and subconscious drives.Motivation Theories Cognitive dissonance Theory Cognition is any element of knowledge an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct conflict with one another a state of anxiety is produced dissonance is the term for the anxiety. Compatible cognitions are consonant i. e. they are in harmony. A classic example of Cognitive dissension is holding the belief that smoking is naughty for you while continuing the behavior of smoking. These two cognitions are in direct conflict with each other.The belief that smoking is uncool is part of one neural network perhaps associated with health and fitness while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are trying to accomplish something important for the self tension management and hanging with friends is important. M aslows Hierarchy of ineluctably The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior.I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows Physiological food, shelter, clothing trade protection and safety Love and feelings of belonging Competence, prestige, and honor Curiosity and the need to know Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides- * Builds affable relationship Improves level of efficiency of employees * Leads to achievement of organizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book The Human Side Of Enterprise. McGregors XY Theory the Great Compromiser cen tral to organizational development, and to improving organizational culture. McGregors ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results.Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. Learning Outcome 4 Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of groups and group behavior within organizations Groups may be classified into two different types * Informal groups * Formal groups Formal Groups Formal groups are created to achieve set goals and have particularized responsibilities within an organization. Formal groups within organizations are known as work teams or simply teams.Examples of work teams include, call centre teams and project teams. Informal Groups Informal groups consist of alliances that have no formal structure. Informal or social clubs. For instance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, work group behavior is important for organizations. However, this cannot be construed to mean that all employees must speculate and act alike. On the contrary, innovation cannot go by when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective Teamwork in organizations. Creating and sustaining effective teamwork requires persistent variation and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater chance of achieving effective teamwork across the organisation. An effective team requires gluiness that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors touch on effecti ve teamwork.The factors that may promote or inhibit the development of effective Teamwork in organizations are * Communication skills and process * Inter-team co-operation. * leading Technique * Task effectiveness * Team dynamism * Team innovation * Team members well-being * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. New technology has been injected into the workplace at an exponentially change magnitude rate Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace.The introduction of technology, especially information technology has changed composition of active team models and has introduced new team models such as virtual teams. Powell, Piccoli and Ives (2004), define virtual teams in their literature review article as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and straitlaced utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that have been performing according to the management plan and identify the best way to act